Applicant tracking systems: Online systems that help employers attract, gather, screen compile, and manage applicants.
Web based ads tend to generate so many applicants that most firms are installing applicant tracking systems to support their on and offline recruiting efforts. Applicant tracking systems (from firms such as recruitsoft.com and Itrack-IT solutions) are online systems that help employers attract, gather, screen, compile, and manage applicants. They also provide several services, including requisitions management (for monitoring the firm’s open jobs) applicant data collection (for scanning applicants data into the system) and reporting (to create various recruiting related reports such as cost per hire and hire by source).
For example, with 10,000 job openings per year, Sutter Health Corporation turned to online recruiting. But this actually complicated things for Sutter. Online postings did generate many more applications – over 300,000 a year. Sutter Health had so many resumes coming in by e-mail and through its Web site that the applications ended up in a pile, waiting for Sutter affiliates HR departments to get to them.
Sutter health’s solution was to sign on with Recruitsoft, Inc., of San Francisco. Recruitsoft is a recruiting applications service provider (ASP). It now does all the work of hosting Sutter Health’s job site. As an applications service provider, Recruitsoft doesn’t just post Sutter Health job openings and collect its resumes; it also gives Sutter health an automated way to evaluate rank and match IT and other job candidates with specific openings. For example, Recruitsoft’s system automatically screens incoming resumes, compares them with Sutter’s job requirements, and flags high priority applicants. This helped Sutter cut its recruiting process from weeks to days, and thereby helped keep Sutter’s expansion strategy on track.
Designing effective internet ads and system:
Designing effective Internet ads and systems is important. For one thing, some estimate that employers have only about four minutes before online applicants will turn their attention elsewhere. Employers are therefore making it easy to see their Web sites to hunt for jobs: 71% of the Standard & Poor’ 500 place employment information just one click away form their homes pages. Job seekers can submit their resumes online at almost all Fortune 500 Web sites; fewer give job seekers the option of completing online applications, although it is the method many applicants prefer, according to one expert.
The best Web ads don’t just transpose your newspaper ads to the Web. As one specialist put it, getting recruiters out of the shrunken want ad mentality is a big problem. A example of recycling print AD TO THE Web. The ineffective Web ad is poorly written has many needless abbreviations and doesn’t say much about why the job seeker should wan that job or that employer.
Now look at the effective Web ad in Figure. It uses compelling keywords such as Excellent Commissions and Outstanding It provides good reasons (such as No Travel) why you would want to work for this company. And it starts of with an attention grabbing heading.
One survey of 256 alumni from graduate business schools showed why many firms Web based recruiting turned them off. The objections included:
1) Job openings lacked relevant information (such as job descriptions)
2) It was often difficult to format resumes and post them in the form required for the employer’s recruitment site.
3) Many respondents expressed concerns bout the privacy of the information they provided.
4) Poor graphics often made it difficult to use the Web site.
5) And slow feedback from the employers (in terms of follow up responses and receiving online applications) was also annoying.
Finally, note that online recruiting always requires caution on the part of the applicants. Many job boards do little to assure the legitimacy of the recruiters who they let access their sites. Furthermore many applicants fill out online forms with personal details such a social Security numbers not realizing that the sites they’re using are actually run by ASP companies rather than the one to which they’re applying for employment.